Pros
On paper, the mission looks meaningful: helping people with serious health concerns in their homes.
Some employees genuinely care about clients and try to do right by them.
Fridays you work remotely.
For many of us, leaving turned out to be the healthiest decision we could make.
Cons
The issues all start at the top. Leadership speaks endlessly about teamwork, family, and delegation, but their actions show the opposite. They micromanage, contradict themselves, and demand that everything be done their way. When it is not, the reaction is often unprofessional. Cussing in emails has happened more than once. Belittling tirades during Zoom calls are not unusual.
Work-life balance is inconsistent. While the official message is that weekend work is not required, there were definitely times when it was implied that employees should be checking in or handling things outside of regular hours. The result was an environment where people felt expected to stay tied in, even when there was no real benefit. You could put in that extra time, struggle to hit your numbers, and maybe see a commission, but even then the sales team faced a structure that was unstable. The rules around commission shifted often, with leadership leaning on carefully worded fine print to protect themselves rather than paying fairly. Consistency was never part of the plan.
Cutting costs for employees while indulging themselves is a theme. Staff are booked on the cheapest airfare possible, while executives choose first class for themselves. One year, the holiday party is an extravagant Gatsby-style event with catered meals, entertainment, and big prize giveaways like e-bikes and spa packages. By chance, much of leadership walks away with the best prizes. The next year, the event gets downgraded to a bargain knockoff of Topgolf, where they debated buying enough food when the original spread ran out. Eventually, the parties that used to include company-wide gatherings with themes like luaus and murder mysteries were scaled back, moved earlier in December to save money, or canceled altogether.
Their public image is also performative. They like to pretend they are giving back to the community, but in reality the efforts are hollow. A clear example is when they dress up for a float in the Pride parade, wearing colorful shirts and turning the event into a caricature. That is the one visible gesture they make toward the LGBTQ+ community, and it has nothing to do with genuine involvement or support. Outside of covering the cost to be in the float, there is no substance. It is all for show.
The hypocrisy extends everywhere. They talk about family, but loyalty is meaningless. We saw colleagues who had poured years into the company discarded without so much as a phone call. Some even invited leadership to weddings, only to find out later that those “relationships” vanished the moment they were no longer useful.
It goes deeper than culture. Inspectors have been sent to states without proper licensing. Employees with no medical training were put in front of clients in fragile physical and emotional states, offering reassurances they were not qualified to give, or leaning on fear to sway decisions. The company hides behind lawyer-crafted language, but the reality is clear. Money comes before people every time.
Departing staff are treated just as poorly. Instead of supporting transitions, leadership fights unemployment claims, drags things out, and makes the process as painful as possible. The so-called “family” environment is nothing but marketing spin.
One of the saddest parts is that this business once carried integrity and respect as a family-owned operation. When it changed hands, that legacy was destroyed. What remains now is a hollow company running on greed and image management.
Yes, a few good people remain, but most are burned out or already interviewing elsewhere (or doing so soon).